Date Posted:2026-09-16
Country: United States of America
Location: OTCTH: Connecticut Home Offices Remote Location, Remote City, CT, 06032 USA
Role SummaryThe Director, Skills, Roles & Career Frameworks is responsible for the design, governance, and ongoing integrity of Otis' global job analysis & design, skills strategy, and career pathing frameworks. This role ensures that roles across the enterprise are clearly defined, consistently communicated, and aligned to business needs, enabling fair and equitable talent practices, effective workforce planning, and colleague development.
Operating in close partnership with other Human Resources colleagues, Business Leaders, Total Rewards, Talent, Learning & Development, this role provides structure, clarity, and consistency across job design, role leveling, skills, and career progression.
This position can be remotely located.
Key Responsibilities Enterprise Skills Strategy
- Lead the design, governance, and evolution of enterprise skills frameworks and role-based skill requirements. This will include the development of a 'roadmap' for future integrations within existing talent practices (i.e. Talent Acquisition, Succession, Performance, etc.)
- Ensure skills are clearly defined and aligned to current and future business needs.
- Partner with Business Leaders, Learning & Development, Workforce Planning, and to identify critical and emerging skills.
- Enable the use of skills data to support workforce planning, learning priorities, and internal mobility.
Job Analysis & Design
- Establish, own and lead the enterprise job analysis & design processes, ensuring roles are accurately documented, evaluated, and maintained.
- Partners with Total Rewards on job evaluations to confirm appropriate placement of roles within established job families and levels.
- Ensure job analysis practices are applied consistently across functions, geographies, and business units.
- Partner closely with Total Rewards to support alignment between job analysis & design outcomes and compensation structures.
- Promotes operational Efficiency: Reduces rework, escalations, and downstream corrections related to job leveling and role design.
Job Architecture & Role Alignment
- Work closely with Total Rewards to help shape and advise on the global job architecture and job catalog, providing expert recommendations to maintain clear standards, definitions, and controls.
- Partner with Total Rewards to govern the consistent application of role design, leveling, and job architecture frameworks, ensuring appropriate role positioning and alignment with compensation practices.
- Serve as a subject matter expert on job architecture, providing guidance to Business Leaders, HR and Total Rewards.
- Establish and apply governance processes for the creation, modification, and retirement of roles.
- Monitor emerging workforce intelligence, AI-enabled skills technologies, and labor market trends to inform future framework evolution.
Career Pathing & Frameworks
- Own and maintain enterprise career pathing frameworks that support colleague development and progression.
- Develop scalable career pathing frameworks, prioritizing critical job families, high-volume roles, and roles tied to business transformation or workforce planning needs
- Ensure career pathing frameworks are practical, scalable, and consistently applied across the organization.
- Support transparency and clarity for colleagues and leaders regarding growth and advancement opportunities, specifically by establishing guidance for Career Discussions.
- Partner with HR Technology to explore options for technology to enable the colleague career journey experience.
Success Profiles & Role Clarity
- Partner with Business Leaders and Talent Acquisition to develop role-specific Success Profiles that define:
- Required skills and capabilities
- Experience and knowledge expectations
- Behavioral and performance expectations by level
- Ensure Success Profiles are aligned to job architecture and integrated into talent processes, including hiring, development, performance management, internal mobility, and role readiness discussions.
Stakeholder Partnership & Enablement
- Establish and manage an enterprise intake and governance process for job architecture, role design, skills, and career framework requests.
- Act as a trusted advisor to HR Business Partners and Business leaders on job analysis, design, role clarity, and career architecture.
- Provide clear guidance, tools, and documentation to support consistent application of frameworks.
- Support change management and communication efforts related to job architecture, skills, and career initiatives.
- Build practical tools, guidance, and enablement materials that help HR and leaders apply job architecture and career frameworks consistently.
- Establish metrics and reporting to evaluate framework adoption, career mobility, role consistency, skills coverage, and business impact.
- Partner with HR Technology, Total Rewards, and Talent teams to ensure job architecture, skills, and career framework data are maintained accurately in Workday HCM.
Qualifications & Requirements - Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field; Master's degree preferred.
- 10+ years of experience in job analysis/evaluation, job design, talent management, organizational effectiveness, or related HR disciplines.
- Proven ability to build credibility, drive alignment, and influence decisions across senior leaders and key stakeholders in a complex global organization.
- Demonstrated experience designing, implementing, and governing enterprise job architecture, leveling, skills, and career frameworks in a large, complex, global organization.
- Proven ability to lead complex, cross-functional initiatives, including HR technology implementations and AI-enabled solutions, while driving governance, stakeholder alignment, and business adoption.
- Experience leveraging HR technologies, workforce intelligence platforms, and digital tools to create scalable solutions that enhance the employee and leader experience.
- Ability to translate complex workforce, job, and skills frameworks into practical tools, resources, and processes that enable informed decision-making and execution.
- Strong analytical, problem-solving, and decision-making skills, with exceptional attention to detail.
- Proven ability to build credibility and influence across regions, functions, and organizational levels, including senior leaders and key stakeholders.
- Demonstrated success partnering with Compensation, Talent Development, HR Business Partners, and other cross-functional partners to drive enterprise talent outcomes.
- Ability to balance strategic design with operational rigor, establishing appropriate governance while ensuring sustainable execution.
The salary range for this role is $175,000-$195,000. Pay within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, and business or organizational needs.
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